Meet Tim Connon, the founder of ParamountQuote Insurance Advisors. An agency of highly trained agents in all the underwriting niches of life insurance. They work exclusively with Seniors to protect their families from the burden of their final expenses.
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We’re happy that you could join us today! Please introduce yourself to our readers. What’s your story?
Tim Connon: I founded ParamountQuote because serving the senior community is my passion. My companies primary goal is to assist as many seniors as possible in finding affordable and dependable life insurance so their families will have the peace of mind they deserve when that inevitable day comes. It’s all about putting our clients first and making sure they have the best service available.
CEOs and leaders usually have different motives and aspirations when getting started. Let’s go straight to the beginning. What was your primary goal for starting your business? Was it wealth, respect, or to offer a service that would help improve lives?
Tim Connon: The goal is to offer a service that will help improve lives. We have seen and also had family members pass away with no life insurance in place and as a result, the guilt of not satisfying loved ones dying wishes is carried around for years to come. I carry this weight and do not want this to happen to anyone else. It’s personal in the best possible way.
Tell us about 2 things that you like and two things that you dislike about your industry. Share what you’d like to see change and why.
Tim Connon: I like that this industry offers such great products with the right carriers. I like the freedom it offers to me and my fellow associates.
I dislike that there are individuals that are so quick to dismiss seniors as if they don’t matter, seniors deserve the utmost respect.
I dislike the fast-talking used car salesmen in this industry that do not take the time to listen and know their clients.
Companies around the world are rapidly changing their work environment and organizational culture to facilitate diversity. How do you see your organizational culture changing in the next 3 years and how do you see yourself creating that change?
Tim Connon: I see it changing in the sense that things are very remote in today’s world. Hiring agents from outside of my home state and maybe even different countries may be what the future could hold and if it is those are the changes I would make.
According to the Michigan State University “An organization’s culture is responsible for creating the kind of environment in which the business is managed, and has a major impact on its ultimate success or failure.” What kind of culture has your organization adopted and how has it impacted your business?
Tim Connon: The type of culture we have is a family environment we believe strongly in building relationships with our agents since we all go through the same things together. We all have bad days with a lot of calls and not potential clients willing to sign up so we encourage each other. We are all in this together and that’s our culture.
Richard Branson once famously stated “There’s no magic formula for great company culture. The key is just to treat your staff how you would like to be treated.” and Stephen R. Covey admonishes to “Always treat your employees exactly as you want them to treat your best customers. What’s your take on creating a great organizational culture?
Tim Connon: Showing support plain and simple. The more support you show each other in your culture the more gratitude everyone has toward each other.
The overwhelming majority of more than 9,000 workers included in a recent Accenture survey on the future of work said they felt a hybrid work model would be optimal going forward, a major reason for that being the improved work-life balance that it offers. How do you promote work-life balance at your company?
Tim Connon: By having our agents work out their schedules and having them hold themselves accountable to those shcedules. Everyone has a daily calendar of what they need to get done.
How would you describe your company’s overall culture? Give us examples.
Tim Connon: A family is how I would describe it. Some examples would be just yesterday we had an agent get up from his desk was upset because he had not gotten through the first minute of a call all day. 3 of our other agents got up immediately and told him they had the same issue and they all began to joke about the dumb luck they were having and I told all of them to take an early lunch and vent. they came back and 2 of them helped a client right after.
It is believed that a company’s culture is rooted in a company’s values. What are your values and how do they affect daily life at the workplace?
Tim Connon: Our values are putting the client before ourselves. We care about giving a potential client the absolute best service available. So even if they do not purchase a policy they will remember us and how much we cared.
These values affect daily life at the workplace by our agents getting random calls from referrals from clients they were not able to help but remembered the amazing service.
Share with us one of the most difficult decisions you had to make, this past year 2021, for your company that benefited your employees or customers. What made this decision so difficult and what were the positive impacts.
Tim Connon: The most difficult decision was giving each agent a $2,000 Christmas bonus out of the company’s revenue. It was a loss for us but it lifted the spirits of all our agents and gave them a wonderful Christmas which was more than worth it.
An organization’s management has a deep impact on its culture. What is your management style and how well has it worked so far?
Tim Connon: Our management style is analytical. We look at numbers over the span of 2 weeks and discuss areas of improvement in a friendly atmosphere as well as show figures for the agents of what they can expect to see.
Every organization suffers from internal conflicts, whether functional or dysfunctional. Our readers would love to know, how do you solve an internal conflict?
Tim Connon: It depends on the conflict if it is a dispute or argument we hold a meeting between the agents and some one of them home depending on the situation.
According to Culture AMP, Only 40% of women feel satisfied with the decision-making process at their organization (versus 70% of men), which leads to job dissatisfaction and poor employee retention. What is your organization doing to facilitate an inclusive and supportive environment for women?
Tim Connon: By providing advice and support over the decision in question by any of our female employees any one is allowed to ask questions if they are unsure.
What role do your company’s culture and values play in the recruitment process and how do you ensure that it is free from bias?
Tim Connon: When we interview it is strictly professional and analytical. Asking about qualifications and track records for new potential agents.
We’re grateful for all that you have shared so far! We would also love to know if there was one thing that you could improve about your company’s culture, what would it be?
Tim Connon: The lack of creativity at times from employees when we ask what type of activities can be done in the office during holiday parties.
Business is all about overcoming obstacles and creating opportunities for growth. What do you see as the real challenge right now?
Tim Connon: The challenge is navigating the changing technology and marketing tactics.
This has been truly insightful and we thank you for your time. Our final question, however, might be a bit of a curveball. If you had a choice to either fly or be invisible, which would you choose and why?
Tim Connon: I would fly because it attracts attention and proves something.
Jed Morley, VIP Contributor to ValiantCEO and the host of this interview would like to thank Tim Connon for taking the time to do this interview and share his knowledge and experience with our readers.
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